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M any organizational learning studies have an implicit assumption that the learning rate is maximized through specialization: the more an individual or organization focuses on a particular task, the faster it will improve. However, through contrasting the various learning process theories described in the research on organizational, group, and individual(More)
This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational(More)
This study examined several unexplored issues in research on applicants' perceptions of fairness. First, the study explored possible differences between procedural violations that advantage individuals vs. those that are disadvantageous. Second, the study examined the complex relationship between process and outcome fairness across the stages of the(More)
Social media are a broad collection of digital platforms that have radically changed the way people interact and communicate. However, we argue that social media are not simply a technology but actually represent a context that differs in important ways from traditional (e.g., face-to-face) and other digital (e.g., email) ways of interacting and(More)
This study evaluated the utility of generic teamwork skills training for enhancing the effectiveness of action teams. Results from 65 four-person action teams working on an interdependent command and control simulator revealed that generic teamwork skills training had a significant and positive impact on both cognitive and skill-based outcomes. Trained team(More)
Over 100 years of psychological research on employee selection has yielded many advances, but the field continues to tackle controversies and challenging problems, revisit once-settled topics, and expand its borders. This review discusses recent advances in designing, implementing, and evaluating selection systems. Key trends such as expanding the criterion(More)
This study integrates research from strategy, economics, and applied psychology to examine how organizations may leverage their human resources to enhance firm performance and competitive advantage. Staffing and training are key human resource management practices used to achieve firm performance through acquiring and developing human capital resources.(More)
This study integrates research from strategy, economics, and applied psychology to examine how organizations may leverage their human resources to enhance firm performance and competitive advantage. Staffing and training are key human resource management practices used to achieve firm performance through acquiring and developing human capital resources.(More)
[Correction Notice: An Erratum for this article was reported in Vol 102(5) of Journal of Applied Psychology (see record 2017-14296-001). In the article, the following headings were inadvertently set at the wrong level: Method, Participants and Procedure, Measures, Occupation specific human capital, Symbolic jobs, Relevant majors, Occupation-specific capital(More)
III. forthcoming. " Software firm turnarounds in the 1990s: An analysis of reversing decline in a growing, dynamic industry. " Strategic Management Journal. (2012). Cognitive diversity and individual team member creativity: A cross-level interaction. The moderating effects of traditionality-modernity on the effects of internal labor market belief on(More)